How do I address serious performance problems in terms of HR performance management?

Problem-solving and performance evaluation1. Leadership in today's world requires much more than physical strength Oaltzlh.2. You should not rush to judgment on people but to be patient and evaluate things rationally. Performance There are four reasons for performance problems1. knowledge or skill: If workers miss the knowledge or skill necessary to accomplish the desired properly.2. Environment: Here the problem is not in the working but poor working conditions or processes used or humanitarian circumstances.3. sources available: The absence of appropriate technology or the resources needed.4. Motivation: The absence of an incentive to complete the work properly and may be due to poor selection of professionals. Performance measurement square Performance measurement is a tool box to help diagnosis and by asking questions and giving a degree of (10-1) for each answer and this enables us to determine the Public box. The two questions are:1. Do you have sufficient knowledge User job (y-axis)?2. Does the User appropriate desire to perform the work (X-axis) Does the User appropriate desire to perform the work (A) (motivation) to the User sufficient knowledge of his job, but has no desire to get the job done. (B) (available / process / environment) the member of both the knowledge and the desire to sources, but the performance is not satisfactory, but there are no sources are adequate or appropriate process or a bad choice for a place environment. (C) (check) User has no functional knowledge nor the desire and this indicates a bad choice or upgrade Lists. (D) (Training) at User desire to do the work, but does not have the knowledge or skill required and the training is to become the solution.

Identified the main problem and find appropriate solutions in coordination with the direct manager and that there be controls on employee performance and address the problem of performance step by step with intensive training support to ensure improved performance and focus on the most vulnerable point and working out.

Generally speaking  by identifying the problems , classifying the problems as personal (attitudinal) or skills deficiency , understanding the causes , setting reliable performance measures, communicating the desired performance levels, motivating and rewarding and above all training and developing the people to achieve the desired performance.

You will have to identify the root cause of these performance issues to stand on the fact if it is either an individual employee performance issue or a bad management issue.

An assessment is supposed to be made for those employees in terms of their agreed upon job description and KPIs. (personality indicators must be taken into consideration as well).

Then you set setting your plan for improvement that should include only smart goals and milestones for assessment.

start implementation while you monitor and review at every milestone to decide if the planned program is going well as desired or needs fine tuning.

As the program is conducted you set an appropriate period of time to be allowed before you start reassessing the performance of those employees who showed the performance problems.

 N.B. there must be an effective reward/recognition program in the background to encourage employees to present a better performance.

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